TO Interim HR Compensation Specialist

Intra-Department (Only Employees Currently Working in TOPS Human Resources Department and SCIT Members May Apply)

Interim Position

Full-Time

8/19/26-8/23/26

Days and Shifts: 1st Shift, M-F 8a-5p

Wage: $25.78

Eligible Employer for Public Student Loan Forgiveness as a non-profit 

SCIT recognizes that work-life balance is essential in day to day operations. Our Flexible Schedule and Telework options for employees make it possible to balance the needs of your family while still being on track at work. Flexible Schedule and Telework options are based on the departments need. The Tribe is a community based organization and we understand your family life is important, it’s important to us too.  

Here are some of the benefits our team members get working for the Tribe:  16 Paid Holidays off include: New Year’s Day, M.L. King Jr. Day, President's Day, Easter Monday, Memorial Day, Juneteenth, Independence Day, SCIT National Holiday, Labor Day, Michigan Indian Day, Veteran's Day, Thanksgiving, Christmas Eve, Christmas Day and New Year’s Eve. We never miss those special moments with our children, family & friends due to working. 

Our paid time off accruals for annual and sick leave are as followed: 0-3 years of service = 2 hours of annual & sick per 40 hours worked; 3-9 years of service = 3 hours of annual & sick per 40 hours worked; 10 years or more of service = 4 hours of annual & sick per 40 hours worked. Plus you get 16 hours of personal time per calendar year (prorated based on your start date, resets every Jan.1). We also have Bereavement, Longevity, Fitness, and maternity/paternity leave.  

Full Time employees get Medical, Dental, & Vision insurance. Flex Spending accounts, Teladoc, life insurance, accidental death, Long Term Disability, Aflac, and 401K which SCIT matches up to 4%. 

Prescription plan with free fills on most generic brands when using our Cardinal Pharmacy. 

 

Position Summary: 

Under the supervision of Compensation Manager, conducts job and market analysis, benchmarks positions, participates in compensation surveys, maintains compensation records and position documentation, and provides analytical support for compensation- related initiatives. 

Essential Duties and Responsibilities: 

• Conduct market pricing and compensation analyses using approved salary survey sources; identify appropriate benchmark matches based on duties, scope, minimum qualifications, level of responsibility, and organizational structure.
• Research, evaluate, and document appropriate market benchmark matches using multiple compensation survey sources; analyze market benchmark percentiles and comparable positions to ensure consistency and accuracy of market data.
• Participate in annual salary surveys. Analyze both formal and informal compensation surveys. Continually review and adjust survey matches to ensure the best match to the market.
• Prepare market analysis findings and supporting documentation for review by the Compensation Manager for new positions, reclassifications, and other compensation-related requests.
• Review Position Justification requests and supporting documentation for completeness and accuracy prior to conducting market analysis.
• Compile and analyze internal compensation data for similarly situated positions to support the Compensation Manager’s review of internal equity.
• Maintain compensation data related to salary structures, pay grades, and assist with analysis of range minimums, midpoints, maximums, compression, and market competitiveness.
• Assist the Compensation Manager with data preparation and analysis related to COLAs, minimum wage changes, salary structure adjustments, and other organization-wide compensation initiatives.
• Maintain compensation records and documentation, including market analyses, approved wage actions, position histories, job descriptions, organizational charts, salary survey information, and approved Compensation actions.
• Audit compensation-related HRIS data for accuracy, including job titles, pay grades, classifications, wage rates, and reporting relationships, and identify discrepancies for review..
• Research FLSA and applicable wage-and-hour requirements, as they relate to position classification and provide findings to the Compensation Manager.
• Assist with organization-wide compensation studies and special projects, includin